An “Appraisal” is an act that measures the employee’s performance based on the predefined goals and set objectives for the future along with guidance for their training and development needs. It helps the managers identify the achievements and shortcomings in the workforce’s performance. The appraisal program provides a clear picture of the employee’s and the organization’s performance, including the need for guidance wherever necessary for future improvements.
For instance, a company conducted the annual performance appraisal process.
An organizational appraisal can be categorized into the following types based on where and how they are performed.
The following skills should be considered during an appraisal cycle.
Various errors can be identified among performance appraisals which are detailed below.
Central Tendency Error: This error occurs when managers are unable to identify good or bad performers. They often place all of his employees in the center of the rating scale, i.e., mark them as average irrespective of the performance.
Strictness or Leniency Error: It is the same as central tendency error, but managers either evaluate employees very strictly or very leniently instead of rating employees as average.
Halo Effect: Here, the manager gives a global rating to all the criteria on which an employee is evaluated and cannot distinguish employees’ abilities in each factor.
Recency Error: Many times, managers may assess employees considering their most recent performance or behavior and not for the entire review cycle period.
Personal Bias: Besides the incompetency of managers in the above four errors, they are regarded as unintentional. However, personal bias is an intentional error. Managers may be found involving their personal bias or preferences during employee appraisals. This may be due to like, dislike, religious, or sexual bias.
The essential components of an appraisal process are:
A manager should remember the following things:
Whereas, an employee should remember the following things: